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Talent management has become one of the main functions of the Human Resources area.

Not surprisingly, the skills and commitment of workers are two of the keys to the success of any company.There was a time when the Human Resources area was mainly concerned with routine tasks and little less than mechanical tasks.

We talk about the processing of payrolls, hiring, and general supervision of the rules of the organization.

This scheme has been blown up in the last decade and a half and companies have begun to develop more proactive talent management.

Talent management encompasses all the processes in the Human Resources area that are aimed at recruiting, retaining, and optimizing talent.

According to this idea, talent management would be characterized by emphasizing aspects such as motivation, commitment, or projection of employees within the company.This vision covers the entire work cycle of the employee in the company since it starts with the arrival of a new worker on the staff and remains until his departure from the company.The Importance Of Good Talent ManagementThe management of human talent pursues, among other objectives, that employees feel motivated, satisfied, and, as a result, committed to the brand.Remember that the lack of commitment translates into higher rates of absenteeism and a significant decrease in productivity.This is borne out by studies such as the one carried out in Spain by Watch & Act for 2018, where it is verified that absenteeism fell to 37% in companies that began to adopt measures to increase the commitment or Engagement of their workers.In any case, Spanish companies still do not generate a strong commitment from their workers as a general rule.

HR TECH as the third eye is the ultimate problem solver, guardian and friend working to do what falls in the employer and employees key interest.Today, Human Resource Management (HRM) is seen as the LEADER of corporate hierarchy!

Its’ function, practice and procedures play a key role in the normal working of work culture.

Human resources in any enterprise- be it small or medium constitutes an important area of study.Careful human resource management in small and medium enterprises is required to create and nourish good opportunities in the production process.

If managed effectively and efficiently, human resources can play a BIG ROLE in realizing the objectives of the businesses looking for ways TO MIND THEIR BUSINESS!

!As quoted in the Research India Publications http://www.ripublication.com 26 as Rajiv Oza, director HR, Dr Reddy’s Laboratories says, “HR will play an important role in attracting and retaining talent to work in SMEs.

For those who would like to fold their sleeves and manage dynamics very near to the market will enjoy their career in SMEs.

JGA HR Recruitment specialise in attracting the top 15% of HR talent for its clients.

Our 24/7/365 one-to-many digital approach to talent has changed. 

Transform talent management with Wipro's cloud based HR talent management solutions to identify, nurture and retain employees through HR service delivery module

Just a few years ago, nobody expected that the issue of employee retention would become so global. Today, more than 35% of the American workforce consists of millennials. This generation dictates its own standards, changing the game, and forcing HR managers and recruiters to reconsider their traditional approaches.

Developing an educational app that employs social media, gamification, and other effective tools allows you to make the learning process interesting and interactive. This helps keep young employees engaged, retains them in your organization and makes your business run better and faster.

To combat high employee turnover, small businesses are taking steps to boost employee retention through benefits.More than 163,000 U.S. businesses have closed since the beginning of the pandemic, according to the last Yelp Economic Average report.

Over 1,000 small business owners revealed a 20% uptick in turnover rates over the past 12 months, according to a new survey from Principal Financial Group.

Almost all believe the pandemic impacted the turnover.Benefits are one way to recruit and retain top talent, yet small businesses often avoid offering employee benefits due to the cost.

When considering employee benefits, small businesses rank affordability (50%) and their ability to attract and retain employees (42%) as most important, according to the Principal Financial Group survey.“It’s encouraging to hear from so many business owners who are taking the time to better understand why their employees are leaving so they can proactively address these concerns for current and prospective workers,” Mark West, national vice president of business solutions for Principal, said in a release.

“We’re committed to working with employers to ensure we have benefit offerings that are targeted to their employee needs, especially as they evolve in the wake of COVID-19.”More than half of the small business owners served by Principal say they want to reward their key employees with more benefits.

Seventy-four percent have a plan in place to add voluntary benefits and 59% plan to add qualified retirement plans, according to the Principal data.Financial wellness benefits and HR and legal services are also in demand among small businesses.